While our values are at the core of our actions, we believe that it is only through focused and continuous engagement with our stakeholders that we can build a truly inclusive and empowered enterprise. These inputs are gathered as part of our materiality determination effort, as well as from feedback received from social audits and assessments. Aspects that stand out as most critical and vital to the organization as well as stakeholders, are identified as the top areas of materiality, for action and reporting.
Our analysis of employees’ perception, expectation and feedback forms a primary input in designing our talent management processes. Our approach to soliciting and acting on this feedback determines our performance in processes like talent attraction, engagement, and retention. We conducted our annual Employee Perception Survey (EPS) to gather employee feedback in 2015. The Engagement score recorded in the EPS survey is considered as an indicator of organizational performance. The feedback from the survey acted as an input to the materiality determination process.Additionally, our customers, investors and peer organizations also influence our people value chain and provide perspectives on material issues & risks. Finally, the geo-political situations, particularly in markets where we have high dependencies also form a vital input to our people strategy.
We believe that our materiality determination process is a continuous process, there are aspects that are material to certain geographies we operate and as we move forward, we plan to analyze these aspects and include this as a part of our overall talent management strategy.
The key platforms of engagement and issues identified for aspects pertaining to human capital, are summarized in the table below: